Change Management: Analyzing Resistance and Implementation

This report delves into the multifaceted realm of change management, examining various strategies and challenges encountered during organizational transformations. It begins by defining change and its complexities, particularly within the context of a company's advertising methods. The report utilizes the Switch model to analyze sources of resistance, emphasizing emotional and cultural factors influencing change adoption. It then explores bright spots within organizations, highlighting successful strategies that can be replicated. The report proposes interventions to mitigate resistance, including training sessions for managers and strategic communication. Furthermore, it incorporates concepts like charismatic leadership and change network champions to facilitate change implementation. The report also analyzes the impact of leadership influence and the importance of learning and communication in driving successful change. Finally, it compares and contrasts the Switch and Kotter's models, offering a comprehensive understanding of change management principles and their practical applications.

Running head: CHANGE MANAGEMENT 1
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Name
Institution
Course
Date

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Table of Contents
Table of Contents.............................................................................................................................2
Introduction..............................................................................................................................3
Learning diary 1.......................................................................................................................3
Learning diary 2.......................................................................................................................5
Learning diary 3.......................................................................................................................5
Learning diary 4.......................................................................................................................6
Learning diary 5.......................................................................................................................6
Learning diary 6.......................................................................................................................7
Learning diary 7.......................................................................................................................7
Learning diary 8.......................................................................................................................8
Conclusion................................................................................................................................9
References..............................................................................................................................11

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Change management
Introduction
Change is the process of altering the behavior, structures, procedures, purposes and or
outputs of unit or units in an organization. The difference is a process not an even. As a process
change involves, initiation, implementation, and evaluation; therefore evolution is a complex
process, it can be evolutionary or revolutionary (Haynes 2018). A change may cause some loss
to the person or organization affected by it. In minor and unexpected turns, employees, groups
and even departments or divisions often experience daze, shock or turmoil. Change is inevitable.
This report considers a move that should implement. As an implementing manager of a company
producing drinks, you want to change the advertising methods and media for products. This
paper seeks to study the issues concerning the implementation of the change.
Learning diary 1
When undertaking a change, there are forces of resistance a manager faces. Switch model
analyzed some sources of strength to change. The first source of power is to fail to motivate the
elephant; the elephant is emotions, the intuitive side which is lazy and skittish and will take any
quick payoff over a long term reward. Our emotion side is the elephant, and our traditional team
is its rider. Changes often fail or face resistance because the rider can’t keep the elephant on the
road long enough to reach the destination (Cameron and Green 2015). So make sure you direct
the motorist, motivate the elephant and finally shape the path. Without this implementation, you
will face resistance.
Secondly, if the goals are not reachable and achievable, this will act as a source of change
in the organization. A small step to change is the best way to achieve, and a significant step

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change can end up being too overwhelming and cause the workers to give up easily. Therefore
the more the goals are not specific to our employees the higher the chances of resistance to that
change.
As a manager whom you want to change something in the organization, you should
consider peoples increase in the workplace lack of this consideration will render works minor
and hence make them resist your change in spite of it being the best idea (Doppelt 2017).
The first cultural factor affecting change is the customer when considering the transition
the client's taste and preference prioritization. There is no getting around the facts some people in
the organization's team that caters for and as a result the business should take their traits (Booth
2015). For instance introducing a new brand in the company without consulting the users will
lead to resistance and finally, the change will not be achieved.
Also the leadership of the organization, the most significant organizational culture is
leadership and therefore managers and executive teams in the coca cola company have a massive
impact on how the work environment works and operate and without proper consideration of the
leadership in change decision making the project might fail because of the influence and
resistance they have.
Finally, the people you hire in for change implementation will bring an impact on the
change you want to introduce. Coworkers in an organization often spend more time around each
other, and their group of friends, therefore, considers their views before hiring the team to
implement change in the organization.

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Learning diary 2
A bright spot in an organization is the occurrence of over-performance in the firm.
Selecting the best place for instance in the company the finance department in a long time has
been successful in the proper financial record and business forecasting. The department manager
has successfully done it because of appropriate strategies they have and proper financial plan.
Thus it’s the best bright spot to consider for analysis.
Due to continuous resistance from the managers about change the proper intervention for
them is organizing a training session. Managers have a significant role in the management of
change; they will have more influence over employees’ motivation to change than any other
person. Therefore managers can be the most challenging group to convince of the need for
change and can be a source of resistance (Brones, de Carvalho & de Senzi Zancul 2017). Once
the managers and supervisors are on board, the change management team must prepare a strategy
to equip managers to coach their employees through the change successfully. They will need
training in some aspects and how the change will promote the company reputation.
Learning diary 3
Destination postcard tries to see where the change is driving. Therefore the company
change postcard will show where the rider is heading to this means that the place where the
change will take the firm to if its implementation. In 2018 Company sales have reduced and
therefore change in advertising media and methods will boost the transactions to a higher level.
The other aspect is to change the sales managers and persons who have showcased the sales of
the company. This change will lead to a high number of sales of the company’s manufactured
drinks in the world.

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The best see-feel-change intervention is by changing the advertisement procedures,
Medias and methods. Previously the sales have reduced in the company, and through thorough
research, it has come to the knowledge of the company that the advertisement is not achieving
the objective. The medias used most people don’t access and therefore it is best for the company
to change the media and also introduce the social media platform for an advertisement, for
instance, using Facebook, and Instagram in brand which has a large number of users and also
reshuffles the sales department by recruiting new staff to facilitate the change. Finally, include
renowned celebrities in the advertisement to make the brand known by all people in the world.
Learning diary 4
Charismatic leadership is the method of encouraging particular behaviors in others by
way of eloquent communication, persuasion and force personality. Therefore the best guidance is
to motivate followers to get things done correctly. The purpose of firm charismatic leadership is
perfect since you will encourage the existing sales personnel to boost their sales and
advertisement strengths and also to recruit them to be part of the change by recognizing their
behavior and helping them during change implementation. The chances of resistance will be
minimal.
Learning diary 5
Many research shows that people get through organizational change by relying on their
relationship with others in the workplace. People need a friendly place to share their fears and
concerns to commit to change later. Inclusion of change network champion these are the people
who advocate for the change (Bratton and Gold 2017). The best way to design the change
network is by first selecting the change champion in the right manner. The second task is to kick
off the change network; the third step is to move the hero along the change curve so that he can

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be predicting the change and the people’s reaction to it. Finally, build a champion commitment;
this is where people will divert in different paths depending on the way they commit to change.
The managers are related stakeholders to participate.
Learning diary 6
The great game of life is an experiential program developed by Larry Wilson which uses
real events to challenge individuals and teams to exceed self-imposed limits and to expand on
people’s expectation of what they can accomplish (Morin et al. 2016). The great game of life
helped to strengthen the employee's experience in the organization by subjecting them to day to
day challenges in the workplace thus helping them create new ideas to solve the problem.
Learning diary 7
The problem of leadership influence on the change procedure is the problem in any
organization and therefore hinders changes in the firm. A leader comes in and resists a shift
because he individually sees that it is improper due to the position he or she is holding. Its
solution is ac by devolving the functions in the organization such that a manager or leader does
not directly influence the activities of another department even if he is the overall leader.
Learning in an organization is the primary root for change in the institution; the first one
is dialogue and peaceful transformation of conflicts. When conflicts arise within the organization
either between individual and teams, it is addressed constructively and cultivating dialogue and
disputes can be opportunities for personal and organizational learning (Pulakos, Hanson, Arad &
Moye 2015).
It is creating a code of conduct that sets general principles and expectations outlining a
range of social norms, rules, and responsibilities that are considered binding by the individuals

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that are part of an organization or a group. These codes of conducts facilitate acquisition and
transferal of learning in the institution.
The hindrance to the organization is inadequate to support from leadership. Organizations
do not succeed without leadership support; they must be active, consistently supporting change
as the design and implement change (Verhulst and Lambrechts 2015). Failure to do so, will
hinder the creation and learning in the organization.
Finally, the improper communication channel will make the institution functions
implementation hard. When the gutters are not clear, and also there is communication breakdown
from senior most positions to junior employees the learning process too will be affected.
The most factor hindering change is the inadequate support from leadership, and this
happens because leaders have the power to influence the organization's activities their decisions
are final and binding hence you cannot facilitate the learning scenario.
The best action to take is by creating awareness of the importance of learning in the
institution. Educate them on the importance of learning since it leads to new idea creation and
hence increasing the firm’s productivity.
The best change management principle is by leading with culture because the culture is
everything and therefore learning is critical to the success of change management.
Learning diary 8
The most mismanaged Kottler’s model is the removal of obstacles. Most managers
follow Kottler’s model and when they reach this point in the change process removing the
challenges becomes a problem. The managers fail to put in place structures for change and

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continually failing to check the barrier. Failure to remove the obstacle can demoralize the people
you need to execute the vision.
Switch model majors on the rider who finds the right spot, script the critical motives and
point the destination for the change purpose while Kottler model establishes the sense of urgency
this mostly in Kottler model lead to a problem since they do not take the change seriously
(Hiornstain 2015). The model is improper because of market and competitive realities,
identification of cries and significant opportunity.
The similarity in both models is that for switch model you should motivate the elephant
by finding the feelings, shrinking the change and also growing with the people identify the
people and move together. It is similar to others model because Kottler model embarked on
coalition creation by putting together a group that supports the need for change and with enough
power and organizational clout to lead the difference and make things happen, getting the group
together to work as part of a team (Hiornstain 2015).
There is no best model than the other since after analysis of each change model it is clear
that all change models have overlapped. Both indicate the need to make people aware that a
change is inevitable and the importance of change. Therefore both models have almost equal
strengths and also weaknesses.
Conclusion
In conclusion, change is inevitable in any institution since there are a lot of things to take
into consideration that will lead to the eventual creation of termination that transpired during the
change process. The change will be influenced by a variety of things the primary threat being
resistance from fellow employees. As a right change agent you should apply proper change

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models to overcome this. Finally ensuring that learning takes place in the organization to
facilitate change and new idea creation will take the firm to higher scales.

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References
Booth, S.A. (2015). Crisis management strategy: competition and change in modern enterprise.
Routledge.
Bratton, J. & Gold, J. (2017). Human resource management: theory and practice. Pagrave.
Brones, F.A., de Carvalho, M.M., & de Senzi Zancul, E. (2017). Reviews, actions and learning
on change management for ecodesigns transitions. Journal of cleaner production, 142, 8-
22.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Doppelt, B. (2017). Leading change toward sustainability: A change management guide for
business, government and civil society. Routledge.
Haynes, J. (2018). The theory and practice of change management. Palgrave.
Hiornstein, H.A. (2015). The integration of project management and the organizational change
management is now a necessity. International Journal of project Management, 33(2),
291-298.
Morin, A.J., Meyer, J.P. Belanger, E., Boudrias, J.S., Gagne, M., & Parker, P.D. (2016).
Longitudinal association between employee’s beliefs about the quality of the change
management process, affective commitment to change and psychological empowerment.
Human relations, 69(3), 839-867.

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Pulakos, E.D., Hanson, R.M., Arad, S., & Moye, N.(2015). Performance management can be
fixed: An on-the-job experiential learning approach for complex behaviour change.
Industrial and Organization Psychology, 8(1), 51-76.
Verhulst, E., & Lambrechts, W. (2015). Fostering the incorporation of sustainable development
in higher education. Lessons learned from change management perspective. Journal of
Clean er Production, 106,189-204